Determining HR Demand

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Transcript of Determining HR Demand

Determining HR DemandAgendaGive each team five minutes to write down as many words (three letters or more) that they can make only using the letters in their names. Letters must adjoin each other in the grid, but do not have to be in a straight line.

When the time is up each team adds up their score. 3 or 4 letter words = 1 point 5 letter word = 2 points 6 letter word = 3 pointsDelphi Technique A process by which the forecasts and judgments of a selected group of experts are solicited and summarized in an attempt to determine the future HR demandKey feature is that once a group of experts are selected, the experts do not meet face to faceConclusion4 Types of Qualitative Techniques used to forecast HR demand were presentedDifferences between Delphi technique and Nominal Group Technique were mentionedThe advantages and disadvantages of both the Nominal Group and Delphi techniques were discussedA practical example of how the Delphi technique was applied in an HR context was explainedFinally, to ensure knowledge transfer, a test was given1) Icebreaker - Name Grid 2) Introduction to Determining HR Demand3) Learning Objectives4) 4 Methods of Qualitative Forecasting Techniques5) Advantages and Disadvantages of Nominal Group Technique and Delphi Technique Activity6) Practical Example of Delphi Technique in HR7) Evaluation Questions8) Conclusion- Refreshments Provided Name GridLearning Objectives

1. Our goal is to have this class understand the steps involved in executing the four qualitative HR demand methods through practical applications of these methods

2. Communicate and identify the advantages and disadvantages of using qualitative methods for determining HR demand by participating in a facilitation of qualitative forecasting techniquesEnvelope/Scenario PlanningProjections, or multiple-predictor estimates, of future HR demand based on a variety of differing assumptions about how future organizational events will unfoldScenarios are developed by having brainstorming sessions with line managers and HR managers Impact AnalysisForecasting method in which past trends are analyzed by a panel of experts to predict future HR demand5. Issue the First- Round Questionnaire Summary and the Second Round of Questionnaires 4. Issue the First-Round Questionnaire 6. Continue Issuing Questionnaires3. Orient the Experts 2. Identify the Experts,Terms and Time Horizon1. Define and Refine the issue or questionAdvantages and Disadvantages of the Delphi TechniqueAdvantagesDisadvantagesAvoids many problems associated with face to face groupsServes as a great equalizer Can elicit valid feedback Can effectively use experts who are drawn from widely dispersed geographical areas Time and costs incurred when using alternative forecasting methodsResults cannot be validated statistically Process is greatly dependent on the individual knowledge and commitment May lack sufficient expertise Nominal Group TechniqueLong-run forecasting technique utilizing expert assessments to reach consensus on an issueGroup meets face to face but only after individual demand estimates are determined The demand estimate is agreed upon by secret vote of all group members in the last stage of the process1. Define and Refine the issue or question and the relevant time horizon2. Select the Experts3. Issue the HR Demand Statement to the Experts5. Meet Face to Face7. Vote Secretlyto Determine the Expert Demand Assessment 7 STEPS TO IMPLEMENT NGT4. Apply Expert Knowledge, State Assumptions, and Prepare an Estimate6. Discuss the Demand Estimates and AssumptionsAdvantages and Disadvantages of the Nominal Group TechniqueAdvantagesDisadvantagesEffective for brain storming sessions to ensure all participants have an equal voice n the sessionsProvides highly reliable and valid qualitative data that is ranked by importance Superior to information obtained from focus groupsPotential for 'groupthink'Mentality of superiority and possible personality clashesIf experts are drawn from one specific field, their common professional training might guide them along a single line of inquiryA Delphi Study on E-HRM: Future Directions - Study OvervueEvaluation Questions1) True or False. The Delphi Technique is performed in a face-to-face setting with experts in designated fields?

2) True or False. The Nominal Group Technique is the only type of method used in determining HR Demand?

3) True or False. The Delphi Technique and Nominal Group Technique should be the only two methods used in determining HR Demand?

4) True or False. The Delphi Technique has six steps in order to fully complete this method and all are pertinent to the completion of the forecasting method?

5) True or False. The Nominal Group Technique does not use questionnaires in its forecasting method?

Study about future developments in information and communication technology (ICT) and its implications for human resource management (HRM) using Delphi technique24 experts (11 HR managers from 11 organizations, and 13 academics from 11 universities around Europe) with expertise in e-HRM systemsThe first stage was labeled as the brainstorming phase, where respondents generated lists of relevant items by replying to research questionsThe second round was the narrowing down phase, where respondents were asked to identify items which they considered to be most important from responses to stage oneDuring the third round experts ranked the five most important items based on round two rankingsA Delphi Study on E-HRM: Future Directions - QuestionsQ1: What development(s) in ICT will influence HRM between now and the year 2015?Q2: What implication(s) will these developments in ICT have for how HRM is organized/delivered in firms between now and the year 2015?Q3: What implication(s) will these developments in ICT have for the role played by HR between now and the year 2015?Q4: What implication(s) will these developments in ICT have for the kinds of knowledge and skills needed by HR professionals between now and the year 2015?Q5: What implication(s) will these developments in ICT have for HRM in the context of multinational corporations between now and the year 2015?Q6: Finally, please describe 1-3 unexpected ICT developments that might influence HRM between now and the year 2015?A Delphi Study on E-HRM: Future Directions - Expert Opinion on Q1Question 1What development(s) in ICT will influence HRM between now and the year 2015?Increased use of Web 2.0 (social media)Increased use of mobile communication technologyIncreased interaction between audio & visual technologiesIncreased use of SaaS (software as a service)A Delphi Study on E-HRM: Future Directions - Expert Opinion on Q4Question 4What implication(s) will these developments in ICT have for the kinds of knowledge and skills needed by HR professionals between now and the year 2015?Knowledge of social networking, realizing importance of SNStatistics & business analytics: insightful about sourcingCapacity to handle all data that will become availableCombination of HR expertise with core IT literacyHR professionals are consultants, need consultancy skillsA Delphi Study on E-HRM: Future Directions - Expert Opinion on Q6Question 6Finally, please describe 1-3 unexpected ICT developments that might influence HRM between now and the year 2015Virtual job fairs will become common practiceMajor ERP systems as in-house systems become historyCompanies like Google begin to dominateEnd of conventional job interviews. Recruiting via SkypeInternational standards for HR data